Tenure and Promotion Workshop

1
Tenure and Promotion Workshop

• Make the process work for you from the start.
• Remember Lord Baden Powells instructions to
  Scouts
• Be prepared!

2
Promotion and self-promotion

• Dont hide your light under a bushel.
• Dont be modest.
• Do recognize your achievements.

3
Instructor time lines

• Confirmation
• Consideration for confirmation of Instructors in
  the fall term of their fifth year of service
• If denied an additional 1 year appointment may be
  made
• If denied in sixth year, the appointment shall be
  terminated
• Reduced workload earns pro-rated consideration
  for confirmation.

4
Department level process

• Instructors to be considered by departmental
  tenure committee, and another instructor must be
  added to the committee, and if there are no other
  instructors CUASA will name the instructor.
• The Committee makes a recommendation to the Dean
  by October 31.
• The candidate will be informed of the committees
  recommendation by the department chair.
• The candidate can submit additional information
  including names of referees.

5
Faculty level process

• Confirmation will be considered by a faculty
  level committee, which recommends to the Dean.
• If the decision is unfavourable the Dean will
  give reasons for the decision in writing,
  referencing the appropriate criterion...in
  sufficient particularity to allow the instructor
  to respond to alleged deficiencies.

6
Instructors right to grieve

• Denial of confirmation of an instructor can be
  grieved.
• It is not listed among the exemptions from the
  Grievance procedure.
• Similarly, transfer of an instructor to faculty
  rank can be grieved.

7
Librarian Confirmation

• 11.3 confirmation shall be considered six months
  before the end of the second year.
• If confirmation is not granted a further
  preliminary appointment of two years can be
  granted.
• By the fourth year the employee must be
  reconsidered for confirmation and confirmation
  must be granted or employee must be terminated at
  end of fifth year.

8
Criteria for librarian confirmation

• Immediate supervisor evaluates potential for
  future professional development.
• Detailed written evaluation of past performance
  toward explicitly established goals in job
  description.
• Working relations with peers and supervisors.

9
Librarian Ranks

• There are four librarian ranks I, II, III, IV.
• Librarian I introductory for new library school
  graduates, no professional experience to be
  served for one year.
• Librarian II one year experience, successful
  performance as a librarian.
• Librarian III minimum 5 years as librarian II,
  primary criterionprofessional performance.
• Librarian IV minimun five years as librarian
  III, or equivalentprimary criterion professional
  performance initiative, leadership, creativity.

10
Librarian promotion procedures

• October 1 University prepares a list for Peer
  Evaluation Committee (PEC), notify employee.
• PEC places notices for promotion proceedings PEC
  assembles file.
• PEC makes a recommendation to the Library Rank
  Promotion Committee by March 15.
• If recommendation is negative candidate invited
  to submit comments.

11
Library Rank Promotion Committee

• LRPC chaired by University Librarian
• Committee received dossier from PEC
• If recommends against promotion will notify
  candidate of its decision, and invite candidate
  to comment
• Librarian has right to meet with LRPC
• Decision must be made known within 5 working
  days
• Recommendation submitted to President by April
  15
• President to notify BOG by May 31
• Successful candidate notified by June 1
• All promotions to be posted in library and
  appropriate university publication.

12
Procedures for Confirmation

• University librarian to request PEC initiate
  proceedings 6 months before deadlines
• PEC request supervisor submit written evaluation
  and recommend to appoint or terminate
• Candidate to be invited to present a written
  statement
• PEC recommends to University Librarian
• UL to to recommend at least five months before
  end of appointment to president
• President to inform candidate four months before
  end of appointment.

13
When things go wrong?

• Librarian has recourse to procedures under
  Article 30 (Grievance) and 10.5 Appeal
  Procedure.
• Librarian confirmation, promotion not exempt from
  grievance procedure under 30.9.

14
Tenure Faculty ranks

• Faculty Tenure is governed both by university
  documents and by the Collective Agreement
• The procedures for awarding tenure are set out in
  a Senate document
• Appendix A of the Collective Agreement, and by,
• Articles in the Collective Agreement
• 6.2 Tenure and dismissal
• 9.4 Definition of ranks for appointment
• 25.2 Director responsibility
• 30.9 Tenure excluded from grievance procedure
  except for procedural violation.

15
Collective Agreement articles governing tenure

• 6.2 Appeals concerning preliminary appointments
  shall be made to the Tenure Appeal Committee of
  the Senate. The decision of the TAC shall be
  final and binding on the parties.
• (iv) There will be no quotas or fixed
  proportions of tenured to non-tenured faculty.

16
Preparing for tenure

• 9.4(c) Preliminary appointments are to receive a
  letter of appointment that shall contain in
  general terms, information about criteria for
  tenure/confirmation relevant to the department,
  school, etc.
• 25.2(j) Your department chair is required to
  discuss annually with preliminary appointees ...
  progress in relation to criteria for
  tenure/confirmation set out in their letter of
  appointment set out in 9.4 (c).

17
Appendix A in a nutshell

• Academic freedom and tenure coexist.
• Members right to be critical of the university
  is to be protected.
• Members have the right to advocate changes and
  to oppose changes.
• Disputes will arise between members and the
  university.
• T P is designed to ensure the decision will be
  rendered by an impartial body. Indeed, it is
  our experience that this has been the way the
  committee has operated.

18
The Tenure time-line in brief

• Department Tenure Committee creation September 30
• Department recommendation October 31
• Faculty tenure committee creation November 15
• Faculty tenure recommendation November 30
• President informs member of denial December 21
• Member can appeal recommendation December 31
• Tenure Appeal Committee decision January 31
• President notifies member of decision February 14

19
Promotion

• Department promotion committee -- September 30
• Dean to inform chair of those automatically to be
  considered
• Committee recommendationagainst requires written
  notice to member
• Candidate can submit additional information
  references
• Appellant has 15 days after receipt of President
  notice to appeal

20
Faculty Promotion Committee

• Dean creates promotion committee (Dean and 8
  other members) December 15
• Dean advises member in writing of decision of
  faculty committee

21
University Promotions Committee

• University Promotions Committee VP chair and 7
  members chosen by President, 7 elected by Senate
  in rank of full professor.
• UPC recommends to the President, informs
  candidate in writing before May1. Reasons for
  decision must be given (Note the candidate cannot
  present new information to the UPC).

22
When things go wrong?

• PAC can receive any new information, PAC can
  refer matter back to UPC or can recommend a de
  novo consideration before a differently
  constituted UPC to be determined by the PAC.

23
Criteria for Promotion to Associate

• Teaching
• Scholarship
• Service
• Identification of four groups and different
  application of criteria
• Humanities
• Social Sciences
• Natural Sciences
• Professions

24
Promotion to Associate Teaching

• The Member must have established the
  effectiveness of teaching.
• Effective teaching should be the first
  requirement for all candidates for promotion to
  Associate Professor.
• Scholarship should rank equally with teaching or
  nearly so for group 2, 3, and 4. Professional
  achievement can replace scholarship for group 4.

25
Evaluating Teaching

• How is teaching evaluated?
• At Carleton teaching evaluation is primarily
  based on student course evaluation.
• Teaching is also evaluated through your own
  presentation of teaching in your dossier.
• If there are questions about student evaluations
  peer evaluation is possible.

26
Student teaching evaluations

• As a senior faculty member involved in the
  creation of the student evaluation form noted
• It was created 35 years ago in 31 minutes. We
  put together a list we thought would be innocuous
  gave it across the table to the employer, and
  they said, this is great, lets use it. It has
  been in place ever since.

27
Peer evaluation

• If you are receiving low teaching evaluations
• Contact EDC and document any changes you make to
  your teaching
• Ask trusted colleagues to attend your classes and
  give you feedback
• Consider video-taping yourself and reviewing your
  teaching
• If student evaluations are poor insist on peer
  evaluation.

28
Scholarship

• Scholarship is judged based on the quality of
  published work, not just quantity.
• The text recognizes that there are groups where
  publication is not likely, and for such groups,
  evidence of scholarly activity and promise will
  depend primarily upon the evaluation of peers.

29
What is scholarship?

• Research
• Recognition
• Reputation
• Research needs to be public, available,
  disseminated in a form in which quality can be
  judged

30
Variable forms of research

• Acceptable forms for research vary by discipline
• Monographs
• Refereed journal articles
• Refereed conference proceedings acceptance
  rates?
• Government reports, journalistic pieces, artistic
  and design pieces
• Participation in working groups

31
Some issues and concerns?

• Independence from PhD supervisor
• Movement past PhD research area
• Establishment of independent research program
• Contribution on joint projects and jointly
  authored papers first or second author
• Arms length peer review of scholarly work for
  referees know your referee!

32
Scholarship Research

• Provide a clear indication of authorship of
  articles, or co-authorship.
• Provide a clear indication of research or
  corporate money for projects.
• Identify non-conventional research output, e.g.,
  participation in specialized soft-ware working
  groups and conferences.

33
Research Money

• Money is not equally available across
  disciplines
• In science and Engineering increasing NSERC is
  good but decreasing NSERC is bad
• Any amount of money is good, but large amounts
  are better.

34
Service

• Service to the department, the faculty, the
  university
• Service to the community
• Service to the profession
• Service to the scholarly community
• Professional achievement.

35
Promotion to Professor Criteria

• Intellectual maturity,
• outside recognition,
• recognized authority,
• significant contribution to scholarship or to
  profession and the university.
• Effective teaching less important than for
  Associate.
• A greater conformity to a norm in which
  scholarship would be of paramount importance.

36
Tenure and Collegiality?

• Informal, interpersonal dynamics inform decision
  making at all levels
• Measurable, objective evidence is always read
  through a matrix of interpersonal relations.
• Good working relations with colleagues provide an
  important foundation for receiving a positive
  recommendation.

37
Working with others?

• Diligently participate in service
• Avoid missing meetings, come prepared to
  meetings, ensure that you are an active
  participant, and a good departmental citizen.
• Colleagues with whom you work on a daily basis
  will be providing the first evaluation of your
  dossier.
• A unanimously positive recommendation from your
  department adds weight to your dossier as it
  proceeds to the faculty level.

38
Ducks in Row

• Discuss your decision to go forward for tenure or
  promotion with your chair or director.
• Discuss the decision to go forward with your
  Dean... face to face. Get a clear idea of
  whether or not the Dean will be enthusiastic or
  lukewarm in his or her support.
• To repeat Build positive working relations with
  the other members of your department.

39
Prepare a Road Map

• Prepare a thorough and well thought out dossier.
  
• Write a three to four page letter to introduce
  your dossier and to walk people through your
  accomplishments.
• Do not whine, apologize, or make excuses
• frame non-conventional activities as strengths
• write with confidence
• be accurate, and truthful do not exaggerate.

40
Your research program

• In your letter, particularly for promotion to
  Associate, it is important to demonstrate that
  you have established an independent research
  program apart from work on your PhD, and
  certainly apart from your supervisor.

41
Back to bushels Teaching

• Provide clear tables of your teaching scores for
  all designated courses.
• Include non-designated good scores.
• Address innovations in teaching.
• Chart the number of different courses, different
  sections.

42
Student supervision

• Identify all graduate student supervisions,
  external examinations, participation in PhD, etc.
  
• If your unit does not have a graduate program
  indicate other ways you have participated in
  graduate education and development.
• Explore cross-appointments and collaboration with
  other faculty in other units

43
Making the invisible visible

• The bottom line is that all of you work very hard
  at your jobs. Most of what we do is not visible
  to our colleagues. The opportunity to go forward
  for tenure and promotion gives you a chance to
  let others know what you are doing with your work
  days and work nights.